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Strafford R-VI School District Policy Manual

Master Index | Section A | Section B | Section C | Section D | Section E | Section F | Section G Part 1 | Section I Part 1 | Section J Part 1 | Section K | Section L Section G Part 2 | Section I Part 2 | Section J Part 2
Section G Part 3 | Section I Part 3 | Section J Part 3

SECTION G:  PERSONNEL

Part 1

SECTION G:  PERSONNEL

GA Personnel Policies Goals

GBAB Staff Harassment

GBB Staff Involvement in Decisionmaking

GBC-R Staff Ethics

GBCA Staff Conflict of Interest

GBCB Staff Conduct

GBD Board-Staff Communications

GBE Staff Health And Safety

GBEA Workers' Compensation

GBEB Chemical Dependence Health Policy

GBEBA Drug-Free Workplace

GBEBA-E Drug-Free Workplace

GBEBB Employee Alcohol And Drug Testing

GBEBC             Criminal Background Checks

GBEC               Communicable Diseases - Employee

GBH Staff-Student Relations

GBI Gifts To And Solicitations By Staff

GBK Smoking on School Premises by Staff Members

GBL Personnel Records

GBM Staff Complaints And Grievances – General

GBM-R-2 Staff Complaints And Grievances – Sex And Handicapping Conditions

GCA Professional Staff Positions

GCAA Director of Elementary Education (Job Description)

GCAB Teachers (Job Description)

GCAC Secondary Principal

GCAD Assistant Secondary Principal/Administrative Assistant And Athletic Director

GCAE Middle School Principal

GCBA Professional Staff Salary Schedules

GCBA-R Professional Staff Salary Schedules

GCBC Professional Staff Fringe Benefits

GCBD Professional Staff Leaves And Absences

GCBDA Professional Staff Short-Term Leaves And Absences

GCBDAA Sick Leave Bank

GCBDB Professional Staff Long-Term Leaves And Absences

GCD Professional Staff Recruiting And Hiring

GCE Part-Time And Substitute Professional Staff Employment

GCEA Arrangements For Professional Staff Substitutes

GCF Professional Staff Orientation

GCG Professional Staff Probation And Tenure

GCI Professional Staff Assignments And Transfer

GCK Professional Staff Work Load

GCKA Professional Staff Extra Duty

GCKB Professional Staff Meetings

GCL Professional Staff Development Opportunities

GCLB Professional Staff Career Ladder Program

GCN Evaluation of Professional Staff

GCN-R Evaluation of Professional Staff

GCP Professional Staff Termination of Employment

 GCPA Reduction in Professional Staff Work Force

GCPA-1-R Reduction in Professional Staff Work Force

GCPB Resignation of Professional Staff Members

GCPC Retirement of Professional Staff Members

GCPD Suspension of Professional Staff Members

GCPE Termination of Professional Staff Members

GCPF Nonrenewal of Professional Staff Members

GCQB Professional Research And Publishing

GCQD Professional Organizations

GDA Support Staff Positions

GDB Support Staff Employment

GDBA Support Staff Salary Schedules

GDBB Support Staff Supplementary Pay Plans

GDBC Support Staff Fringe Benefits

GDBD Support Staff Leaves And Absences

GDBDA Support Staff Short-Term Leaves And Absences

GDBDB Support Staff Long-Term Leaves And Absences

GDC Support Staff Recruiting And Hiring

GDE Part-Time And Substitute Staff Employment

GDI Support Staff Assignments And Transfers

GDJ Support Staff Time Schedules

GDK Support Staff Work Load

GDL Support Staff Development Opportunities

GDM Supervision of Support Staff

GDN Evaluation of Support Staff

GDN-R Evaluation of Support Staff

GDPA Reduction in Support Staff Work Force

GDPB Resignation of Support Staff Members

GDPC Retirement of Support Staff Members

GDPD Suspension And Dismissal of Support Staff Members

GDQA Non-School Employment by Support Staff Members

FILE: GA

Basic

PERSONNEL POLICIES GOALS

The Board recognizes that the personnel employed by the district constitute the most important resource for effectively conducting a quality educational program. Important contributions to a successful educational program are made by both professional and support staff employees. The district's program will function best when it employs highly qualified personnel, conducts appropriate staff development activities and establishes policies and working conditions which enable each staff member to make the fullest contribution to the district's programs and services. It shall be the policy of the Board to select the most qualified teaching personnel, secretarial staff, custodians and other support staff employees available, in the light of service to be rendered as well as limitations of salary schedule.

The goals of the district's personnel program shall include the following:

Ø Recruit, select and employ the best qualified personnel to staff the school district.

Ø Provide staff compensation and benefit programs sufficient to attract and retain qualified employees.

Ø Provide an in-service training program for employees to improve their performance and the overall rate of retention and promotion of staff.

Ø Conduct an employee appraisal program that will contribute to the continuous improvement of staff performance.

Ø Assign personnel to ensure they are utilized as effectively as possible.

Ø Develop the quality of human relationships necessary to obtain maximum staff performance and personal satisfaction.

The superintendent of schools shall formulate the duties of principals, supervisors, teachers, secretaries, custodians, food service employees and other employees for the approval of the Board.

Adopted:

Strafford R-VI School District, Strafford, Missouri

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For Office Use Only Page 1

FILE: GBAB

Basic

STAFF HARASSMENT

Policy Statement

The Board of Education declares that it is the policy of the school district to maintain a working and learning environment that is free from harassment based on an individual’s race, color, religion, sex, national origin, or disability. As a result, it shall be a violation of this policy for any employee of the school district to harass students or other employees of the school district because of their race, color, religion, sex, national origin, or disability. It shall also be a violation of this policy for students to harass employees or other students of the school district based on their race, color, religion, sex, national origin, or disability. In order to constitute a violation of this policy the complained of conduct must occur on or in school district property, including school vehicles; or, during or in conjunction with a school sponsored activity; or, directly in connection with the educational process of the school district.

Definition

Harassment is defined as unwelcome or inappropriate verbal, written, or physical conduct toward an employee or student of the school district because of that individual’s race, color, religion, sex, national origin, or disability. Harassment occurs when such conduct has the effect of unreasonably interfering with an individual’s work, academic or extracurricular performance, or of creating an intimidating, hostile, or offensive work or learning environment.

Subsequent Action

All allegations of harassment shall be fully and confidentially investigated and immediate and appropriate corrective or disciplinary action shall be taken. Complaints concerning alleged harassment by an employee of the school district should be made to the Personnel Operations Officer. Complaints concerning alleged harassment by a student should be made to the student’s building principal or the appropriate education officer.

An employee, supervisor or student who is aware of any harassment directed toward a student or employee of the school district shall immediately report such conduct to the appropriate school official, set forth above. When a complaint alleging harassment is received, an investigation will be conducted by the school district during which every effort shall be made to preserve the confidentiality of the person making the complaint. In determining whether the alleged conduct constitutes harassment, consideration shall be given to the record of the incident as a whole and to the totality of the circumstances, including the context in which the alleged incidents occurred. The compliant files containing allegations of harassment shall be separately maintained and shall be confidential to the extent possible under law.

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For Office Use Only Page 1

FILE: GBAB

Basic

Grievance Procedure

Employees who believe that their complaint has not been satisfactorily resolved may utilize the appropriate school district grievance procedure. A Student who believes that his or her complaint has not been satisfactorily resolved may utilize the School District’s grievance procedure, Board of Education Policy ACC.

Adopted: December 21, 1995

Cross Refs: AC, Non-discrimination

GBAA, Staff Sexual Harassment

JBA, Sexual Harassment (Students)

ACB, Non-discrimination on the Basis of Disability

GBA, Equal Opportunity Employment

Legal Refs: Title VII of the civil Rights Act of 1964, as amended,

42 U.S.C. 2000e, et seq., 29 C.F.R. 1604.11

213.010, et seq., R.S.Mo.

Strafford, R-VI School District, Strafford, Missouri

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For Office Use Only Page 2

FILE: GBB

Critical

STAFF INVOLVEMENT IN DECISIONMAKING

The Board of Education encourages employees to contribute their ideas for the betterment of the school district. Members of both professional and support staff may be asked to assist in developing policies, rules and regulations and establishing the district goals and objectives, budget, and curriculum. The superintendent is authorized to establish any committees viewed as appropriate to recommend policies, rules and regulations for the proper functioning of the district. Staff members should be advised, however, that the final decision on matters on which their advice is requested or received will rest with the Board or with the administrator(s) to whom the Board has delegated responsibility.

The superintendent will establish channels for the intercommunication of ideas among the professional and support staff, the administration and the Board regarding the operation of the schools. In addition, the superintendent shall also weigh with due consideration the counsel given by employees, and especially that given by groups designated to represent large segments of the professional and support staff. The superintendent shall inform the Board of such counsel when presenting reports of administrative action and recommendations for Board action. The superintendent's recommendations may vary from the advice of such counsel when, in his or her judgment, other considerations prevail.

Each building administrator will maintain channels for conferring with both the professional and support staff in establishing building rules and regulations. In addition, professional staff employees will be given opportunity and encouragement to contribute in the development of the curriculum and other policies, rules and regulations pertaining to the instructional program.

Staff involvement will be solicited by the administration in the planning, implementation, and evaluation of programs authorized and approved within the guidelines Chapter 1 and 2 of the Education Consolidation and Improvement Act (ECIA) of 1981, and/or other significant legislative enactment. The vehicle for such involvement shall be determined by the administration, with the approval of the Board of Education.

Adopted:

Cross Refs: BF, Board Policy Development

BFB, Preliminary Development of Policies

BFC, Policy Adoption

BG, Board-Staff Communications

DBD, Budget Planning

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FILE: GBB

Critical

GCQD, Professional Organizations

IF, Curriculum Development

Legal Refs: Education Consolidation and Improvement Act (ECIA), as a part of P.L. 97-35, The Omnibus Budget Reconciliation Act of 1981

Strafford R-VI School District, Strafford, Missouri

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For Office Use Only Page 2

FILE: GBC-R

STAFF ETHICS

An effective educational program requires the services of individuals with integrity, high ideals, empathy and human understanding. To maintain and promote these essentials all employees of the school district are expected to maintain high standards in their school relationships by adhering to the following standards:

1. Maintain just and courteous relationships with pupils, parents/guardians, staff members and others.

2. Maintain employee efficiency and knowledge of the developments in the appropriate fields of work.

3. Transact all official business with the appropriate designated authorities of the school district.

4. Establish and maintain friendly and intelligent cooperation between the community and the school district.

5. Recognize that the welfare of children is the first concern of the school district: thus, appointments to positions and promotions must be based solely on merit. Restrain from using pressure on school officials for appointment or promotion.

6. Restrain from using school contacts and privileges to promote partisan politics, sectarian religious views or self-serving propaganda of any kind.

7. Properly transmit constructive criticism of other staff members or of any department of the school district to the particular school administrator who has the administrative responsibility for improving the situation, and then to the superintendent, if necessary.

8. Properly use and protect all school properties, equipment and materials.

Adopted:

Strafford R-VI School District, Strafford, Missouri

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For Office Use Only Page 1

FILE: GBCA